JOB DESCRIPTION. HR Director

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1 JOB DESCRIPTION HR Director Reports to: Salary: Duration of post: Working hours: Location: COO 56k- 65k dependent on experience Permanent Full Time / All-Year Round. Hours to be worked mainly Monday to Friday, with timings by agreement. Ely The post holder is a member of the Senior Leadership Team (SLT) and is accountable to the COO. Development: To assist the COO in growing the footprint and quality of provision for Church Schools in DEMAT. This on two fronts; Internally: to develop a robust and efficient HR service to underpin all staff activities related to DEMAT. Externally: To develop HR systems that support the running of DEMAT. Planning: To assist the COO in the planning of a whole-diocesan operational plan for the re-structuring of Church school provision in response to government policy and Diocesan Strategy for Growth This to predominantly include the conversion of schools to academies and the creation of Free schools and related provision. Innovation: To work alongside the senior leadership team to ensure effective management and coordination of all our strategies and ways of working to improve school performance and pupil outcomes specifically by running projects to ensure that research-led practice takes president. 1

2 Job Description General Main DEMAT responsibilities: Work to the CEO/COO in raising outcomes for the young people attending DEMAT schools, and providing a quality working environment for all DEMAT employees and volunteers. Work alongside the COO to raise the standards of pupil attainment and improve the quality and performance of DEMAT schools to good or better, in line with agreed targets. Enable the CFO to run an efficient and compliant budget, obtaining best value for money. Support all officers in ensuring that Safeguarding is compliant in all areas. Key Priorities This is a key role responsible for strategic HR across the Trust across constituent academies. The role holder will: Provide an effective HR service to the Trust and directly to the Trustees. Contribute at a strategic level identifying HR priorities and recommending appropriate people management solutions which support and enable the Trust to achieve its current and future corporate objectives. To develop and implement the Trust s HR Strategy and lead and direct all HR aspects of the Trust s business plan. Ensuring that the Boards receive a comprehensive and effective HR service. Be responsible for ensuring all policies are statutory compliant and model best practice. Lead, coach and develop the HR team. Develop effective working relationships with academies within the Trust. Provide HR support and guidance to the Senior Leadership Team and schools as required. Advise on the full range of HR issues and seek legal or collaborate with external professional advisers where appropriate. Strategic Planning Develop the longer-term vision and scope of HR services to be delivered by the Trust to meet the needs of expanding multi academy trusts. Provide advice to the Trust Personnel Committee on developments in HR and education legislation and current practice for effective review and continuing development of Trust HR arrangements. Oversee the provision and analysis of appropriate workforce information reports for HR data to all levels of management, including absence statistics, gender and equality reporting. Utilise information in strategic planning. Scope, develop and be responsible for harmonisation of terms and conditions for support staff. Advising the Trust of options and risks associated with TUPE and single status. Provide a robust risk register for consideration for the Trust, manage the risks and plan remedial action to support the Trust. Develop KPI s for HR across the Trust to support corporate reporting to Senior Leadership Team, Trust Personnel Committee and the Trust Board. To promote the Trust public duty to the single equality act, ensuring polices are assessed for impact, and that recruitment processes are not biased. To undertake regular monitoring of key diversity indicators in respect of school plans and staffing strategies and all staff related activities. Producing an annual report for the Trust and maintain a database for effective monitoring of the Trust s application to Diversity. Develop a recruitment strategy which is efficient and cost effective in delivering the workforce plan 2

3 HR Management Establish HR policies, processes, procedures and internal controls to ensure the effective implementation of the Trust s HR strategy. To manage and monitor the effectiveness of external resources for HR and related services. Continually review and make recommendations on all HR activity within the Trust and identify any areas where HR policy, contractual terms and conditions and / or procedures are not fit for purpose, making recommendations at local or trust level for improvement, ensuring all decisions are communicated to all appropriate personnel including Headteachers. Provide advice to Trust leaders and those responsible for HR in schools, ensuring discrimination does not occur in pay reviews, redundancy, performance management or career development. Advise Trust leaders on the application of employment contracts, including casual and ad hoc contracts. Providing direction as to relevant employment regulations including working time directive, rolled up holiday pay and the rights of casual, fixed term and agency workers. Maintain an overview of employee relation casework to ensure these are progressed in accordance with Trust expectations. In conjunction with the external HR provider, advise and support Trust leaders with organisational change, ensuring that redundancy legislation is adhered to and that Trade union representation and consultation is managed throughout the process. In conjunction with the Trust s HR and payroll provider have oversight of HR aspects of TUPE transfers, including consultation and due diligence processes, ensuring a smooth transfer of payroll and HR data. Via the Trust s HR provider, ensure effective processes are in place to provide accurate and timely contractual documentation and other associated paperwork to employees relating to all aspects of their employment within the Trust. Monitor Trust-wide compliance with DBS regulations and safeguarding, ensuring the single central records and other non-curriculum safeguarding practices are current and fit for purpose. Ensure that Executive, Senior Managers and other key stakeholders receive the necessary coaching, mentoring and/or training to develop the knowledge, understanding, skills and processes they need to manage their employees, HR issues and change within their teams. Where appropriate, this includes design and/or delivery of training and development interventions. Instigate appropriate cost-effective reward strategies for teaching and support staff. Ensure appropriate staff wellbeing support is in place across the Trusts. Responsible for monitoring and overseeing absence management in the Trust. Ensure that the absence management policy is fit for purpose and applied consistently. Making sure that employees with disabilities are treated fairly and reasonable adjustments are considered in line with legislation. Ensure consistent leaver processes for all staff. Monitor attrition levels and devise appropriate strategies to improve. Safeguarding Champion, and lead on, the Trust s responsibilities for the safeguarding of children specifically in relation to employee matters. Lead on the handling of allegations against adults and liaising with external agencies and the Trust s HR provider as necessary. Quality assuring HR safeguarding policies, processes, practices and systems across the Trust s activities. Developing relevant plans and reports to demonstrate quality service delivery or to identify shortcomings. Ensuring that recruitment procedures reflect safer practice and that induction for staff, volunteers and other adults takes place in a timely manner and is effective. In conjunction with the relevant Trust Assistant Director develop and deliver, or facilitate the delivery of, a programme of safeguarding training for the Trust s core team and for its constituent academies 3

4 Employee Relations and Negotiations Establish and develop good working relationships with trade union officials at all levels including in-house, county and regional, leading on any necessary consultation processes. Working in partnership with HR providers, act as a conduit between the JCC, Trust and academy headteachers. Manage the HR relationship with Trade Unions at local and JCC levels. Act as the conduit for staff support in terms of pay and grading, ensuring that job evaluation is observed. Liaison with those responsible for HR across academies Contribute to the Performance Management of academy staff providing HR support. To provide guidance and coaching as required to ensure that HR school based activities are carried out effectively. Work closely with the Finance Teams to review pension returns submitted by the external payroll provider. The main duties and responsibilities are not intended to be exhaustive. Job descriptions are reviewed annually. The post involves travel to schools and occasionally be required to work outside of normal working hours. Employee Name: Signed: Date: Directors Name: Signed: Date: 4

5 Person Specification Qualifications Essential Desirable How assessed CIPD or relevant equivalent employment law qualification Appl Relevant degree Appl Experience Essential Desirable How assessed Previous experience of working /providing HR support in an educational setting /Ref Successful experience of delivering Human Resources advice and support to Senior Managers including interpreting and applying terms and conditions of /Ref service and contracts of employment Sound experience of managing and bringing to a conclusion Human Resources casework including /Ref discipline, grievance, capability and attendance Ability to work proactively to develop strong relationship with other educational establishments, /Ref trade unions and other partners Successful experience of working collaboratively with managers on change management initiatives and projects, including TUPE transfers /Ref Skills, Attributes and Knowledge Essential Desirable How assessed Effective communication, influencing and persuasion skills together with evidence of success in building and forming working relationships and working flexibly across professional and operational boundaries /Ref Strong efficient and fair negotiation and consultation skills Ability to engender trust and confidence and /Ref demonstrate integrity in the provision of advice and support on complex Human Resources issues Ability to work collaboratively to review, develop and implement effective Human Resources policies and procedures Ability to analyse and interpret complex information and prepare and deliver briefings/presentations /reports Demonstrate successful experience promoting and implementing equalities and diversity considerations in all aspects of Human Resources management and organisation Demonstrate the ability to manage conflicting priorities, a demanding workload and tight deadlines Good organisational skills/time management Good IT skills and knowledge of Microsoft packages 5

6 Up to date knowledge and understanding of Human Resources best practice and a thorough understanding of the practical application of employment law Knowledge of National terms and conditions for teachers, local government support staff and School Workforce Census Knowledge and understanding of key Human Resources processes such as payroll and pensions, HR information systems and recruitment and selection Understand procedures relating to confidentiality Health & Safety. Good understanding of Health and Safety obligations Appreciation of absolute confidentiality of information Equal Opportunities. Understanding and commitment to Equality and Diversity Personal Development. Evidence of continual /Ref personal development as a Human Resources practitioner Personal qualities Essential Desirable How assessed Work to deadlines /Ref Willingness to undertake relevant training /Ref Problem solver /Ref Self-motivated and able to demonstrate ability to /Ref work on own initiative Work individually and as team member /Ref Work under pressure /Ref Integrity, trustworthy, honest and open /Ref Excellent attendance and punctuality /Ref Excellent interpersonal skills /Ref Appl = Application Form Int = Interview Ref = Reference 6

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